#commission

i was just told this morning that we're on ANOTHER DRAW for Q2.
so no settle check.
when am i going to get paid correct? i hit 103% in Q2

Has anyone who has been laid off or fired on the sales side had to deal with cencora not paying them the correct commissions and shorting their pay?

The drastic cuts
Restructured comp plans
Hold-out on commission payouts.
Gunning for EPS and headlines.

NVIDIA would never move to reduce its revenue-per-head (RPH). Our executives should not be offended. It’s not practical to compare Dell RPH to NVIDIA. Server production (and rest of Dell portfolio) in a predominantly direct-sales model will always yield higher operational cost than chip manufacturing in an alliance/OEM model.

MD should be proud of the massive company and portfolio of products he built. Dell ranks only slightly below median RPH compared to similar businesses.

The long-term strategy (and legacy) would be to treat employees well. Don’t go down like this MD.

Well you all did it! Y’all made MD the worlds 2’nd richest man… from dorm room to board room! And thanks to everyone sacrificing your jobs though layoffs, lack of commission payments, stress and pay for all the 42 years of the business. Hope it makes you all sleep well at night knowing that corporate greed at its peak. You all are just cogs who are and will be meaningless once it’s your time to walk out those doors.

Q1

• Changed the SCP commission structure so commission is not paid until a defined threshold is reached, with payment effectively withheld until 100% attainment.
• Introduced increased AI-driven KPI tracking and activity monitoring across sales teams, with much of the reported activity being artificially generated to satisfy the reporting requirements rather than reflecting genuine sales activity.

Q2

• Issues with the ODW release resulted in payout discrepancies and ongoing uncertainty around commission.
• Tell Dell results were no longer made broadly available, effectively removing visibility of the results.

Q3

• Moved the compensation structure back to half-year targets while incorporating existing high quarterly backlog into the half-year quota calculation.
• Increased quota expectations to levels that appear significantly more challenging to achieve against historical performance and pipeline.

Q4

• Planned ODW rollout across selected countries within CSG following the issues experienced elsewhere, despite live training demonstrations reportedly failing and continued concerns over the tool's reliability and suitability.

Anything else worth adding to the list?

Project Exodus is about to live up to its name.
What started as another corporate initiative may end up becoming a mass migration of talented people out the door.
Enjoy the short-term “profit” from squeezing Sales compensation. You may hit your Q3 and Q4 numbers. You may put it on a slide, declare victory, and tell everyone the strategy is working.
But somewhere along the way, a company built on salespeople, relationships and customers became a company run by bean counters. And while the spreadsheet may look better today, you've set something else in motion: the exodus.
People are packing their parachutes. The best will jump first. And when they go, they’ll take years of experience, customer relationships and institutional knowledge with them—the very things that helped build this company in the first place.
That’s the sad part. There are a lot of incredibly talented people here who carried this company through good times and bad, and customers who depended on them.
So to everyone getting ready for the jump:
They may take our bonuses. They may take our commissions. But they’ll never take… OUR FREEDOM!
🪂 Good luck with the jump, everyone. See you on the other side.

When I heard Dell was moving the payout from invoiced to bookings, I thought, “What’s the catch? This is too good of a move — and for once, it actually benefits the people doing the real work.”

Just got back from vacation, saw my new target… and now I see the catch!

Verizon sales and support representatives often keep customers on expensive plans against their requests because company commission structures and performance metrics heavily incentivize high-tier plan retention and upsells.

Just got my Zoom meeting. Final separation date is Oct 23. Severance is salary/benefits/vesting through separation date plus 2 weeks of On Target Earnings (min 8 weeks) for commission employees.

I keep hearing the manager are thieves at this bank? No point in working to have your commissions stolen? Anyone have feedback on this? Particularly in the Charlotte region?

Has anyone in Dell's Sales organization thought about starting a union or organizing with other sales representatives?

A union helped many Amazon employees secure higher compensation and improved benefits. I'm curious if others have considered whether organizing could help address some of the issues sales employees are experiencing at Dell.

For too long, Dell has failed to treat its sales employees fairly. Many of us have gone months without receiving our full commission payouts due to issues with compensation systems. Bonus payments have been mishandled, base pay has been reduced to levels that many find unsustainable, and the list of concerns continues to grow. The company loves to share how well they are doing, but has endlessly demonstrated a lack of care for its sales representatives......

We deserve fair compensation and to be paid out correctly.Tell Dell surveys alone are not enough. It's time to build a union that advocates for employees' rights.

There is strength in numbers. I'm thinking of starting one, and I am curious if there's others that would be willing to support.

If former employees would like to help, they can help us with change petitions and obtaining national press.

s there any legal precedent or viability for exploring a class action lawsuit against Dell regarding systemic failures in internal tools (such as ODW) that prevent sales representatives from accurately tracking bookings and quota performance?

When employees are unable to monitor their metrics due to inadequate infrastructure, it directly threatens their ability to meet the 60% threshold required to earn commissions. Meanwhile, leadership continues to receive substantial executive compensation and stock grants while front-line employees absorb the financial impact of these operational failures, directly affecting their livelihoods and ability to provide for their families.

Has anyone consulted with legal counsel regarding this, or is anyone aware of previous actions taken over commission withholding caused by broken internal tracking systems?

I happen to be having a great year in sales and may finish FY26 at 350+%. Can Cisco legally re-goal me in order to reduce the commissions paid out to me? If so, can this be successfully fought through legal means? I live in NY State.

Did you know that CDW is currently being sued in Cook County, Illinois for wage theft, commission fraud, and unlawful pay structures? Check out Long v. CDW Government LLC, Case No. 2025L007458.

Long alleges that during the hiring and onboarding process “Coworker Success” (what an Orwellian name) and management and leadership presented misleading parameters regarding how commissions were calculated, tracked, and distributed. While we was employed Long asserts that CDW hid the true calculations and unlawfully reduce his commissions by applying unlawful structures without sellers’ knowledge.

If you’re in a sales role at CDW, I highly recommend you research the facts of this case. I’ve heard many similar stories at CDW, but most never make it to a filing because pays terminated employees minimal severance to secure a release of claims and NDA.

Someone has gotta pick up this news event.

If you been here a year or you been here 15 years. You know that Verizon doesn’t give a cr-p about you. You are a number. Always have been always will be. My issue is, at least they used to hide the fact you didn’t matter. It was not as apparent as it is now. Employee morale is at an all time low everywhere. Unless you’re making six figures of course. Leadership is so out of touch with reality. Put them in front of a computer or tablet and ask them to sell. They would look at you cross eyed. Let alone hit these insane quotas that they are putting in front of us. It’s everywhere. Retail r2b V2B b2b. Let’s change commission. You’ll make more they said. Lmao. All of us that have been around long enough know that’s a crock of shi* anytime commission is changed it’s to line the pockets of the C suite. The ones that have zero clue.

The cost of living is at the highest it’s ever been and we can’t even get a raise enough to cover it. It’s actually a pay cut with the rising cost of insurance.

Funny we have not had a pulse survey for quite a while. Not that they matter. They just change show you the good results and say “you asked we listened”

We got so accustomed to being the “best” carrier. Now, T-Mobile and AT&T are laughing in our faces.

Run while you can. If you can. This is a sinking ship.

You spend over 100 million to get all the agents together AND then host a call on the following Monday to take away our benefits, AAIP and reduce commissions. You should have shared all of this at convention and had the guts to tell us in person. Instead you flew your private jets home, probably congratulating yourselves on it being the “best convention ever”, and you laughed your way home. I heard that one of them even said “They are so d-mb they don’t even see it coming.” I guess agents now know how employees have felt.

While the new commission structure promises more pay when you hit 100% of their goals, I feel as if people are not getting paid on about 75% of the commissionable work they do. We all know there are slow months and better months, this new system doesn't account for any of that. Is this the quiet firing that everyone is talking about?

So the are adding new rules to the OST and sales and retroactively removing them from our commissions to take money away from us after Senior Managers, DM's and directors pushed us to sell them and even had calls you had to be on if you didn't sell enough. What a freaking clown show. Big red and local leadership can su-k a huge one. Make sure you bring this up if they ever want to PIP you. Thanks for all the people who are vocal on WorkVivo, you are the real hero. What a freaking joke.

Merle Norman is a great option if there are any near you. Commission is much better than belk, without the insane requests for credit, working in other departments, and understaffing.

So if you sell more and advance over 100% one gets penalized. Short and simple summary. So sell to only reach 100% after doing your “8”, then hit the “gate”. If they ask to “Sell”, then be like : HA HAAAAA MOFOS!! 🤣🤣🤣

Not feeling that great about the new commission structure. It feels like it’s set to cap at the new at risk. It will be nearly impossible to make the same as if there were still multipliers.

Commission upgrade for sales representatives and assistant managers. Thoughts?

My leadership has indicated new comp plan training will be coming in the next weeks, implemented as soon as April. Haven’t heard any more details besides this.
Anyone have any more information on this? This will be my fourth comp plan. Besides the move from team commission, usually comp plans are incentivizes to increase Verizon revenue while making it harder for employees to make money.

Class action lawsuit coming soon to Michael Dells desk for review. Count up all your revenue that is Pending Production….we have 3 months to get ever shipped out to hit our attainment to make our commission.. if we don’t hit 60%, then we owe back to Dell…
Be on top of factories and team to build and ship your product out ASAP!!! That 60% is what needs to SHIP!

I’m curious how much backlog will actually ship that will count towards the 60%.

Who cares about the 100% when 60% is what were actually needing..

Apparently it's a 60% quota and if you don't hit that then you don't get commission. If you get it - specifically 100+ then you get paid a LOT

So what was it prior?

Reducing account sets by 75-85% but only decreasing quota by 30%….while on the new commish plan that doesn’t pay out if you don’t hit 60%… but hey you get a 25% draw the first two quarters. If you don’t hit 60%, you gotta pay back those draws… make that make sense

Dell are rolling a target and if you don't do 60% of it you get paid no commission or anything paid in advance is owed back. What is the point in accepting the number! We should only accept it in month 3 if we are over 60%. Is there a difference!

So let me make sure I understand my situation:

I’m being required to come into the office five days a week…
while carrying a quota that doesn’t feel real…
in a role where success depends as much on internal decisions as actual selling…
while helping train the very AI tools that could eventually replace me…
on a low base salary…
doing mostly administrative work and churning quotes…
with little to no company culture…
coworkers I don’t connect with…
no visible upward mobility…
commission that feels more like roulette than performance-based pay…
and management that’s largely absent.

All while knowing I’m effectively stuck here until I land something better.

Mmmkay.

If you’re severed from a sales role, do you receive commission included in your severance for the amount of months equal to 2 weeks for every year worked?

Sales reps, did you receive your last commission check if you quit in the middle of the month? Since we are credited upon shipping, anything that has shipped prior to our last day we should be paid out, right?
According to HR: Incentives paid will include any commissions earned prior to your last day of employment (as defined by the terms of that particular plan or program). Any sales incentives due under your sales incentive compensation plan prior to your last day of employment will be paid on the normal commission pay dates.

We have identified as phone gross adds for years. Thats all the investors can see is additional income vs churned income. It greatly effects the companies numbers. We need a change from that sort of idealogy. All kept customers in the network matters at this point. Allow sales and commission sales to follow this idealogy. You can say I'm wrong and fail or hop onto the bandwagon and show people the power of keeping people prove me wrong...let's have fun with this.

Lol. This company is complete dog sh-t. They don't want to look bad with layoffs so instead they point a g-n at you to take the new initiative or see 0% of your commission unless you hit 70%. Dumped into the ether (MD and his goons pockets).

Yelp what a cut we just took in COR on
Commission! $. Happy New Year!

With the target being so high did anyone make a decent check?

Hi team, are we allowed to make money again yet? Maybe a chance at multiplying? Or, are we just going to be low balled all year by an extremely high target? Asking for a friend.

restructuring is already happening -i was told those who collect commissions but do little are going to be shown the door-what do you know

I heard rumors of changes coming to commission… anyone else? I’m hoping it’s just rumors! My Supervisor says she hasn’t heard… but let’s be honest… would they say anything?

I don't understand. Will we see changes to commission-based employees next fiscal?

My store is turning into a Russell Cellular. Any thoughts on them? So far, Im not impressed with their communication and the commission seems very low compared to what I am making now.